Interviewing new candidates for open positions is one of the largest challenges for businesses. Within 1-2 hours of meeting a candidate, you must decide whether they are a good culture fit, possess integrity, and most importantly, are going to be a productive member of your business. And while you wonder how to find the best candidates for your business, I want you to discover the ways in which successful interview training will provide more candidates than you have positions available. This is a good problem to have!

A Blended Learning Solution

There were two major components of this training, each which required their own unique delivery method.

• Instructor-led classroom – This portion of the class provided participants with an opportunity to learn about the stringent interview process at GILLIG, LLC. We had to create opportunities for participants to identify particular traits in interview candidates. They had to take their knowledge and apply it to brand new situations and environments.

• E-Learning Simulation – The second component provided the necessary training to use Greenhouse, a software recruiting tool, to learn how to facilitate the interview process through multiple interviews and correctly log information for each candidate.

During our audience, gap, and task analysis, we identified significant learning opportunities in both practicing the interview process and implementing their new recruiting software.

What Did We Do?

This client had a very specific, yet unwritten method of interviewing. We had to extract all of that information from executives, HR personnel, and staff Supervisors

Greenhouse had very little legitimate training in the training department, most of which was simple job aids or tools to use the interface. What they needed was a way to create actionable and useful data sets from the interviews.

Following each part of the course, we provided an answer-validated assessment to the course participants. This was conducted through written assessments and full mock interview which served as a knowledge and skill checks for the participants.

This company understood the importance of interviewing. Interviewing candidates is very expensive, human interactions are complex, the cost of selecting the wrong candidate can be catastrophic, and we had to make sure they were getting the perfect candidate for each position.

An engaging blended learning solution which utilized previous training content, executive feedback, and countless historical interviews to build a razor-focused 4-hour training ensuring the best candidates are properly selected. If you have a high quality interview process which filters for as many positive traits as possible, you are absolutely bound to success in your pursuit of superior employees.